I’ve been passionately part of the learning and development industry for my whole working life, all 12 years of it! I know I have so much more to learn and so much more to give. For those who know me, you know I have no issues in challenging the status quo. So here we go to kick-off 2014.
The 70:20:10 model attributed to the Center for Creative Leadership encapsulated research conducted from the early 1960’s through the mid 1990’s. As a refresher, the model documents that 70 percent of leadership development occurs through tough assignments, 20 percent through social learning and 10 percent through formal training. Between now and then a lot has changed. Aging baby boomers are leaving the workforce. The economic downturn changed the competitive landscape in the US and led to the leaning up of American business. The ascension of Gen-Y and the Millennials through the ranks with heavy demands for a fast evolution into leaders of the future poses a new challenge for American business. Given the change in landscape in the new Millennium, should we still rely on 70% of learning coming from tough assignments?
America has a challenge. It has been well documented that there is a severe shortage of talent. The short-term thinking that led to ineffective decision making in the US Government and Public companies focused on driving earnings per share, has spread to leadership and talent development departments of many US companies. Businesses put so much focus, resource, and money on developing today’s executives and senior leaders. We have a shortage of leaders, so therefore shouldn’t the focus be on developing the talent of the future?
Gen Y and the Millennials grew up in a world alien to those who are designing leadership development programs and initiatives for them. I truly think my youth is a blessing in disguise. What little money that is being spent on future leaders, is it being spent in the right way? My question is, are the 30 year old methodologies still relevant for a new age of leader? I know what makes new era managers tick and Bersin (see figure 1) illustrates it well. We will continue to lead our team to work with our clients to support them in adopting the “continuous learning model” (see figure 1) so that they can engage, develop and retain the talent of the future. It’s going to be an exciting year.
Alex Draper, VP Americas, ProfitAbility L&D Services.
Link to articles and data about the talent shortage: